Cognitive Crafting Research Articles

Mentoring and Tacit Knowledge Transfer in Novice Teachers From Chinese Middle Schools: Mediating Effect of Job Crafting

In this study, we explore how mentoring relates to tacit knowledge transfer among middle school novice teachers in China and how job crafting mediates this relationship. In total, 465 Chinese novice teachers participated in this study and completed a set of self-reports measuring the mentoring function, tacit knowledge transfer, and job crafting. An analysis of the reports indicated that: (1) Mentoring, job crafting, and tacit knowledge transfer were positively correlated; (2) Four sub-factors of the mentoring function and five sub-factors of job crafting were significantly related to tacit knowledge transfer; (3) job crafting played a mediating role between mentoring and tacit knowledge transfer; (4) the mediating path of task crafting and skill crafting (two sub-factors of job crafting) between mentoring and tacit knowledge transfer was significant, while the mediating effect of role crafting, cognitive crafting, and relationship crafting (the other three sub-factors of job crafting) was not significant.

Investigating female employees’ work-life balance practices under the Covid-19 pandemic

This study aims to investigate female employees’ perception of their work-life balance during remote working under the Covid-19 pandemic. It also explores the techniques that female employees implemented to keep a balance between their work and lives. The study employs a quantitative approach with a survey of 269 female respondents in Ho Chi Minh City. The study focuses on female employees who had experiences of work-from-home during Covid-19. Descriptive analysis is utilized to interpret the data. Prior to that, measurement scales have tested the reliability and validity. Findings show that Vietnamese working women perceived themselves as stressed and difficult to maintain their work-life balance. Cognitive crafting (i.e., prioritizing work) was reportedly the most common practice among women. The study suggests that future research should investigate work-life balance practices in different approaches, and organisations should consider how their employees’ practices adjust their policies to attract and maintain employee retention.

The Relationship between Perceived Organizational Support and Job Crafting among Hospital Nurses: The Moderating Role of Job Embeddedness

Background. The purpose of the present study was to investigate the relationship between perceived organizational support and job crafting considering the moderating role of job embeddedness of nurses in this relationship. The three main dimensions considered for job crafting concept were: task crafting, relational crafting and cognitive crafting. Methods. This research is an applied one in terms of purpose, and a descriptive survey research in terms of data gathering method. The statistical population of this study was the nurses of hospitals affiliated to Qom University of Medical Sciences. The sample consisted of 269 nurses and the sampling method was random. The standard questionnaires of Slemp &Vella-Brodrick (2013), Eisenberger et al., (1986) and Felps et al., (2009) were used for data collection on three main variables of the study i.e., job crafting, perceived organizational support and job embeddedness. The data were analyzed by structural equation modeling using Smart PLS3.2.6 software. Results. The findings showed that perceived organizational support had a significant positive effect on the relational (0/651 path coefficient) and cognitive (0/681 path coefficient) dimensions of job crafting. But this relationship for task crafting was not confirmed (0.836 T Value). In addition, job embeddedness had a significant moderating role in the relationship between perceived organizational support and all aspects of job crafting (0/461, 0.472 and 0.642 path coefficients). That is to say, employees with job embeddedness, upon perceiving organizational support, were more likely to do job crafting in all three task, relational and cognitive dimensions. Conclusion. Since the results showed that perceived organizational support affects job crafting in relational and cognitive dimensions, we suggest managers of Qom University of Medical Sciences pay due attention to perceived organizational support in the complexity of today's jobs and the need to consider the role of employees in designing their jobs

Study-to-sports spillover among competitive athletes: a field study

ABSTRACT Combining academics and athletics is challenging but important for the psychological and psychosocial development of those involved. However, little is known about how experiences in academics spill over and relate to athletics. Drawing on the enrichment mechanisms proposed by the Work-Home Resources model, we posit that study crafting behaviours are positively related to volatile personal resources, which, in turn, are related to higher athletic achievement. Via structural equation modelling, we examine a path model among 243 student-athletes, incorporating study crafting behaviours and personal resources (i.e., positive affect and study engagement), and self- and coach-rated athletic achievement measured two weeks later. Results show that optimising the academic environment by crafting challenging study demands relates positively to positive affect and study engagement. In turn, positive affect related positively to self-rated athletic achievement, whereas – unexpectedly – study engagement related negatively to coach-rated athletic achievement. Optimising the academic environment through cognitive crafting and crafting social study resources did not relate to athletic outcomes. We discuss how these findings offer new insights into the interplay between academics and athletics.

The Life Crafting Scale: Development and Validation of a Multi-Dimensional Meaning-Making Measure.

Finding meaning in our lives is a central tenet to the human experience and a core contributor to mental health. Individuals tend to actively seek the sources of meaning in their lives or consciously enact efforts to create or “craft” meaning in different life domains. These overall “Life Crafting” behaviors refer to the conscious efforts individuals exert to create meaning in their lives through (a) cognitively (re-)framing how they view life, (b) seeking social support systems to manage life challenges, and (c) actively seeking challenges to facilitate personal growth. Specifically, these behaviors are actioned to better align life goals, personal needs, values, and capabilities. However, no psychological assessment instrument currently exists to measure overall life crafting. As such, the purpose of this paper was twofold: to conceptualize life crafting and to develop, validate and evaluate a robust measure of overall life crafting. A mixed-method, multi-study research design was employed. First, nine participants were interviewed to determine the methods or techniques used to craft meaningful life experiences. These methods/techniques were used as indicators to create an initial item pool which was then reviewed by a panel of experts to ensure face validity. Second, in Study 1, the factorial structure of the instrument was explored by gathering data from a convenience sample (N = 331), with the results showing support for a three-factor structure of life crafting, consisting of (a) cognitive crafting, (b) seeking social support, and (c) seeking challenges. Finally, in Study 2 (N = 362), the aim was to confirm the factorial structure of the Life Crafting scale and to determine its level of internal consistency, partial measurement invariance across genders, and criterion validity [meaning in life (β = 0.91), mental health (β = 0.91), work engagement (β = 0.54), and job burnout (β = −0.42)]. The results supported a second-order factorial model of Life Crafting, which comprised of three first-order factors (cognitive crafting, seeking social support, and seeking challenges). Therefore, the Life Crafting Scale can be used as a valid and reliable instrument to measure- and track the effectiveness of life crafting interventions.

Volunteers as Active Shapers of their Work: The Role of Job Crafting in Volunteer Satisfaction and Organizational Identification

Volunteer satisfaction is a significant concern, as volunteers have lower barriers to exit than employees and tend to leave nonprofits when dissatisfied. While volunteer management predominantly focuses on the implementation of management practices, this study alters that perspective. Through job crafting, one form of proactive behavior in organizational contexts, we study volunteers as active participants in their volunteer experience. We posit that volunteer job crafting is an important, yet overlooked, factor in volunteer outcomes such as satisfaction and organizational identification. We test and (partially) confirm our hypotheses using a sample of 678 volunteers in one youth-serving nonprofit organization in the Midwest region of the USA. This study extends job crafting research further into the non-work domain by adding a multifaceted conceptualization of job crafting in the context of volunteer work. We distinguish between behavioral and cognitive crafting and provide empirical support on how those crafting forms relate to volunteer satisfaction and organizational identification.

The Effect of Confucianism on Job Crafting Using Psychological Contract Fulfilment as the Mediating Variable and Distributive Justice as the Moderating Variable.

PurposeJob crafting can improve employees’ performance and competitive advantage. This study integrated the self-determination and equity theories to examine the relation between an individual’s Confucianism and job crafting by highlighting the mediating effect of psychological contract fulfilment and the moderating effect of distributive justice on this relation.Participants and MethodsData were collected in two waves from 372 employees in numerous private companies in Guangxi, China.ResultsThe hypothesized model was supported in part. Specifically, as expected, psychological contract fulfilment mediated the positive relation between Confucianism and task crafting and cognitive crafting. Confucianism had a positive effect on psychological contract fulfilment and relational crafting, while psychological contract fulfilment had no mediating effect and its positive effect on relational crafting was not significant. Distributive justice moderated the relation between psychological contract fulfilment and cognitive crafting and task crafting positively.ConclusionThis study reveals the mechanism of Confucianism’s effect on job crafting from a new perspective and confirms its differing effects on different types of job crafting. Business managers should give attention to Confucianism and maximize their organization’s psychological contract fulfilment to improve employees’ job crafting.

Job crafting in registered nurses working in public health: A qualitative study

Background and objectivesJob crafting is proactively adjusting and redesigning one's own job to make it more meaningful. This is accomplished by changing the activities (task crafting), altering the way one thinks about the job (cognitive crafting), and using discretion about with whom one chooses to work (relational crafting). We examined self-reported behavioral manifestations of job crafting among Ontario registered nurses working in public health. Research design and methodsThis qualitative, descriptive, cross-sectional study was conducted with registered nurses (n = 238) from six randomly selected health regions in Ontario, Canada. Registered nurses completed surveys to provide quantitative ratings and qualitative reports of their job crafting behaviours. Data analyses included descriptive statistics and a content analysis of written comments to summarize common job crafting behaviours. ResultsRegistered nurses in public health are actively job crafting by emphasizing and initiating tasks that are based on strengths and passions. Examples included training students and new staff, participating in workgroups and committees, and being involved in projects. Nurses proactively modified the processes of the tasks to better meet client needs and improve quality of care. Job crafting facilitators and barriers included availability of opportunities, support from management, experience/level of skill of the nurse, limitations in the role, and heavy workload/insufficient staffing. The ability to continually modify tasks at the point of care, using evidenced-based approaches and utilizing education and professional development facilitated job crafting. Nurses reported that improving work meaningfulness was a driver of job crafting. Nurses also described a willingness to take on other tasks, being enriched by nurse-client and collegial relationships, and that their service to clients superseded their service to the organization. Discussion and implicationsPublic health registered nurses are actively involved in their own, bottom-up job redesign and managers are instrumental in facilitating or hindering the job crafting process. Managers can support nurses by allowing them to make changes on the job, providing professional development, managing workload and creating environments that support collegial relationships. Overall, the study contributes new knowledge about job crafting. It draws attention to the importance of registered nurses' involvement in designing their jobs. Lastly, managers and educators should promote and support job crafting.

Impact of Protean Career Attitudes on Career Outcomes via Job Crafting Behavior: A Serial Mediation Model

Purpose: The study proposes that the individuals with protean career attitudes employ best work practices through job crafting behaviors and attain desired career outcomes. Therefore, the purpose of the study is to investigate the impact of protean career attitudes on career outcomes, i.e., Perceived Employability (PE) and Subjective Career Success (SCS) through job crafting behavior.
 Methodology: The study has a quantitative, deductive research design that mainly focuses on the testation of the hypotheses. This study has been conducted on full-time faculty members of public and private sector Universities of Pakistan
 Findings: The data from the employees working in the universities of Pakistan revealed that PCA has a positive impact on individual career outcomes. It was also found that there exists a pathway of serial mediation from job crafting towards perceived employability to achieve career success. The individuals who craft their jobs are more likely to enhance their employability, ultimately leading to career success. The study highlights the importance of PCA and Job Crafting behaviors, yet un-explored phenomena, for the employees for career development.
 Implications: Employees who want to progress and develop their careers should actively engage in task crafting behavior in task crafting, relational crafting, or cognitive crafting.

The Effect of Hairdresser's Job Crafting on Customer Orientation and Work Performance

In this study, a total of 311 questionnaires were used through SPSS 21.0 to analyze the effect of hairdressers' job crafting on customer orientation and work performance. The results of the survey are as follows. First, hairdressers' job crafting appeared in three dimensions: cognitive crafting, work crafting, and relationship crafting, and customer orientation came in three dimensions: problem-solving orientation, response orientation, and appearance orientation. In addition, work performance came in two dimensions: individual performance and organizational performance. Second, it was found that job crafting had a significant effect on customer orientation and work performance. Therefore, it was found that the reorganization of the hairdresser's appropriate work (appropriate distribution of work, identifying the importance of work, etc.) affects customer propensity and work performance. This study is expected to be used as basic data for hairdressers' job crafting activities, and research on job crafting related to segmentation by age group and positive psychology of hairdressers is expected to be conducted in the future.

The influence of job crafting on the quality of care provided by nursing home employees: The moderating effect of organizational identification

Our goal was to analyze the positive effect of job crafting activities involving nursing home employees on their perceived quality of care, and the moderating effect of organizational identification. A two-wave non-experimental design (with an interval of 12 months) was used. The Job Crafting Questionnaire, the Identification-Commitment Inventory, and the Quality of Care Questionnaire (QoC) were administered to 226 nursing home employees in two waves. The results of the hierarchical regression analyses found significant association between job crafting subdimensions and quality of care twelve months later. Organizational identification was shown to play a moderating role in these relationships when analyzing the effect of cognitive crafting. In this sense, the effect of cognitive crafting on quality of care is only found with high levels of identification. The findings highlight the importance of the job crafting dimensions (task, relational and cognitive) when it comes to enhancing quality of care in residential homes for the elderly. This is especially relevant for cognitive crafting among employees with high levels of organizational identification. This research provides managers with guidance when allocating job crafting opportunities aimed at making improvements in quality of care. In this respect, organizations must offer job crafting training to stimulate and support their employees and, on the other hand, managers should encourage employees to craft their jobs, gearing their needs, abilities, and goals to corporate values and competencies.

The Impact of Customer Gratitude Expression on Employee Working Outcomes and Its Mechanism

In recent years, research on customer behaviors has raised increasing attention among scholars. Totally, the focus of customer research witnessed a conversion from customer-company relationship to customer-employee interaction. However, existing studies in the customer-employee interaction domain have mostly discussed the negative outcomes of customers’ negative behaviors, and few of them have examined customers’ positive behaviors. In reality, companies, employees, and customers are not enemies; rather, they can create and share value through mutual understanding and civilized interaction. Therefore, it is necessary to deeply explore customers’ positive behavior in addition to customers’ negative behavior. Drawing on the Emotions as Social Information Model, this paper focuses on customer gratitude expression–a positive customer behavior which refers that customers express their gratitude to employees for employees’ service and contribution–and explores its impact on employees. Based on a sample of 304 leader-subordinate dyads, our findings suggested that customer gratitude expression promoted employees’ cognitive crafting, which further helped to improve employees’ working outcomes（i.e., deep acting in behavioral dimension and job performance in outcome dimension）. In addition, employees’ prevention focus–which represented more sensitivity to negative information and more intention to maintain the status quo–weakened the effect of customer gratitude expression on employees’ cognitive crafting and working outcomes. Our research made contributions in several aspects. Firstly, by examining the effect of customer gratitude expression on employees’ working outcomes, our research filled in the blank in customer-employee positive interaction domain, which not only inspired researchers to pay attention to “the other side of the coin”, but also offered practical implications for managers to build civilized customer-employee relationship. Secondly, our paper enriched the research about gratitude. Previous studies mostly identified customer gratitude as emotional states and examined its effect on customer per se. Our research, on the contrast, revealed the interpersonal effect of gratitude by exploring the impact of gratitude expression on receivers. Thirdly, our study answered the call of further investigating cognitive crafting by examining the antecedent（i.e., customer gratitude expression）and outcomes（i.e., employee working outcomes）of cognitive crafting, which also enlarges studies in the job crafting domain.

Cognitive crafting and work engagement: A study among remote and frontline health care workers during the COVID-19 pandemic.

BackgroundThe outbreak of COVID-19 has led to a profound change in the organization of work in the health care sector. As frontline health care workers are essential in battling the pandemic and their work is appreciated in society, we argue that health care workers who are forced to work from home are likely to perceive their jobs as less meaningful, which in turn may negatively affect their engagement at work. Cognitive crafting, or the altering of the perceptions one has about their tasks and relationships with the aim to enhance the meaningfulness of work, may be a fruitful cognitive strategy to counter the problems remote health care workers face.PurposeThe primary purpose was to study the relationship between cognitive crafting, working from home (WFH), and work engagement.MethodologyWe collected cross-sectional survey data between May 7 and June 2, 2020, from a single hospital in the Netherlands (n = 278). The central hypothesis was tested using multiple regression analysis.ResultsThe relationship between cognitive crafting and work engagement was moderated by WFH, such that the relationship is more positive for health care workers who work from home permanently since the start of the COVID-19 pandemic than for frontline workers and workers who work partially from home.ConclusionOur findings are consistent with previous research on cognitive crafting. We conclude that cognitive crafting is an interesting cognitive strategy to stay engaged for health care workers who are mandated into WFH.Practice ImplicationsWe advise organizations to provide remote workers virtual group trainings that promote cognitive crafting and expose them to testimonies of people who are positively affected by their work. More generally, we recommend organizations to engage in effective top-down work design and foster a climate for cognitive as well as behavioral job crafting strategies.

EFFECT OF COGNITIVE CRAFTING ON GRADUATION RATE OF STUDENTS IN FEDERAL UNIVERSITIES, SOUTH EAST, NIGERIA

The study investigated the effect of cognitive crafting on the graduation rate of students in Federal Universities, South East, Nigeria. The study is anchored on Elgar’s Performance Theory of organizations. The survey research method was adopted for the study, making use of structured questionnaire as instruments for data collection. Data were collected from both primary and secondary sources. Hypotheses were tested using the simple linear regression. The study found that cognitive crafting had significant positive effect on the graduation rate of students in Federal Universities, South East, Nigeria (r 0.803; P < 0.05). It was therefore, concluded that cognitive capabilities which promote students’ graduation rate enhances the overall performance of Universities in South East, Nigeria. The study recommended that Universities should be properly funded to encourage the employment and retention of professionals with cognitive capabilities that would enhance students’ graduation rate and overall performance of the Universities.
 
 JEL: B10; A02; C06
 
 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0770/a.php" alt="Hit counter" /></p>

Job Crafting and Work Engagement: The Mediating Role of Work Meaning.

One of the most widely researched personal resources is job crafting, for which several studies have confirmed the existence of a positive relationship with engagement. Some authors suggest that it would be necessary to go deeper into the mechanisms that can help us explain this relationship. Therefore, the aim of this study is to ascertain the possible influence of the meaning of work on the relationship between job crafting and engagement. The sample is composed of 814 workers (50.4% women) with an average age of 41.68 years (SD = 9.78). The results were obtained by simple mediation analysis using PROCESS. The meaning of work mediates the relationship between job crafting and engagement, this influence being especially significant in the case of cognitive crafting. This study confirms the positive relationship between job crafting and engagement. However, in the case of some types of job crafting, increased levels of engagement only occur if the individuals also manage to increase the levels of meaning attributed to the work role. Therefore, in order to improve the well-being levels of working people, it would also be necessary to help them understand how these changes help them to attribute more meaning to their work.

The development and validation of an electronic job crafting intervention: Testing the links with job crafting and person‐job fit

Using two intervention studies, this article examines the effectiveness of a newly developed electronic job crafting intervention (i.e., e‐intervention) that aims to stimulate task, relational, and cognitive crafting and offers a time‐efficient and cost‐effective alternative to traditional face‐to‐face job crafting interventions. In Study 1, we quantitatively and qualitatively investigate the effects of the job crafting e‐intervention on general levels of job crafting, while in study 2, we further test its direct relationship with task, relational, and cognitive crafting, and its indirect relationship with perceived person–job fit. In Study 1 (N = 59), multilevel analyses showed that the e‐intervention indeed increased general levels of job crafting immediately after the 3 weeks lasting e‐intervention. Moreover, by qualitatively investigating adherence to the intervention in the intervention group (n = 25), we found that mainly goal setting is important in stimulating job crafting. In Study 2 (N = 106), we further validated the effect on job crafting by confirming relationships with task crafting two weeks after the e‐intervention and found an indirect relationship with needs–supplies fit via task crafting. We conclude that the e‐intervention is a promising and accessible alternative to face‐to‐face job crafting interventions, especially for the specific form of task crafting.Practitioner points We developed an electronic job crafting intervention that makes use of online technology to create a more accessible, cheaper, and less time‐consuming alternative compared with traditional face‐to‐face job crafting interventions. We found this electronic job crafting intervention to be able to foster job crafting among employees. In particular, after completing the electronic intervention, employees were found to make more changes in their job to optimize their functioning compared with before the intervention, and compared with a control group not completing the intervention. Employees who completed the e‐intervention were especially engaged in task crafting (i.e., making changes in one’s task roles), which was also related to perceived levels of needs–supplies fit.

The role of cognitive job crafting in the relationship between turnover intentions, negative affect, and task mastery

ABSTRACT Background and objectives: Drawing upon previous research on turnover intentions and job crafting, this study examines whether employees’ turnover intentions are related to higher negative affect and lower task mastery over time. It further investigates if reframing and altering the meaning of one’s work (i.e., cognitive job crafting) buffers the relationships between turnover intentions, negative affect, and task mastery. Design and methods: We conducted a three-wave longitudinal study among caregivers. Our final sample consisted of 241 caregivers from 53 different care homes. We tested our hypotheses via path analysis while estimating standard errors that are robust to non-independence of observations. Results: Analyses showed that cognitive crafting moderated the relationship between turnover intentions and negative affect: When caregivers cognitively crafted their job, turnover intentions were negatively related to negative affect. Conclusions: This study indicates that cognitive crafting can be considered a coping strategy during difficult times at work. If employees do not devalue but revalue their job despite having turnover intentions, they can keep negative affect at bay. Still, this study also illustrates the limits of cognitive crafting by showing that the relationship between turnover intentions and task mastery is not affected by reframing one’s work.

Job crafting, a bottom-up job characteristic of academics with an embeddedness potential

PurposeThe frequent turnover of academic instructors (lecturers) to other organizations and countries despite the autonomies their job offer them necessitated; this study aims to examine the relationship between job crafting (JC) and embeddedness of lecturers to their jobs.Design/methodology/approachA survey research design was adopted. This study is carried out in the south-east region of Nigeria. The population of the study consisted of 8,051 academic staff of six randomly selected public universities in the region and a sample size of 367 was determined using Krejcie and Morgan (1970) formula. The primary and secondary source of data were used in data collection and were analysed using regression analysis at a 5% level of significance.FindingsResult revealed that task crafting has a statistically significant positive relationship with employee job fit (r = 0.949, R2 = 0.900, F = 2699.473, p-value < 0.05), that relational crafting has a statistically significant positive influence on employee links (r = 0.982, R2 = 0.964, F = 8112.281, p-value < 0.05) and that there is a statistically significant positive correlation between cognitive crafting and sacrifice links (r = 0.962, R2 = 0.926, F = 3729.900, p-value < 0.05).Practical implicationsThis study’s practical implication is that it will aid in making academics in Nigeria embedded in their jobs by encouraging them to craft their jobs so as to give them more meaning. In the field of research, this study helps to close the literature gap existing in JC and the role it plays in embedding academics in their jobs, hence, opening up a whole new research area with empirical data to back it up. For management, the study will help in knowing how to appropriately harness the potential of JC in making employees more engaged in their jobs.Originality/valueMany studies have been carried out in the past in areas of JC and employee performance, non to the best knowledge of the researchers has been extended to studying JC as it relates to the embeddedness of academics to their jobs in Nigeria, this study is, therefore, a new addition to academic literature in this area.

Reclaiming cognitive crafting: an integrative model of behavioral and cognitive practices in job crafting

PurposeThis paper aims to present a model of how cognitive and behavioral crafting practices relate, reconciling the two dominant and conflicting job crafting theoretical perspectives.Design/methodology/approachStarting by examining the role of cognition and cognitive practices in job crafting, this paper reconstitutes the theorizing path that led to the exclusion of cognitive crafting from job crafting theory, explores existing theorizing efforts to (re)integrate cognitive crafting back into job crafting and proposes a new job crafting model (re)integrating behavioral and cognitive practices.FindingsBy conceiving cognitive crafting practices as a sensemaking layer that spans across and reciprocates with all behavioral crafting practices, the proposed model specifies the role of behavior and cognition (and the mutual relations between them) in job crafting, while resuming its meaning-making orientation.Originality/valueThis paper offers novel insights on underspecified aspects of the job crafting theory, improving its heuristic value. It clarifies how meaning is assembled and enacted by people in work environments, allowing for more integrated and comprehensive explanations about how people relate to work.

Exploring Job Crafting: Identifying the Way Lecturers of CLCS Adjust to Their Job

This study aimed to examine the job crafting practice among the lecturers of College of Language and Culture Studies (CLCS), Bhutan. The study applied quantitative research approach and used Slemp and Vella-Brodrick’s [1] Job Crafting Questionnaire to collect data. The data were collected from 42 lecturers (Male=35 and Female=7) of the college, and analyzed using SPSS to calculate descriptive analysis, frequency, mean and standard deviation. The findings showed that the participants of this study were highly engaged in job crafting. Of three forms of job crafting, relational crafting, cognitive crafting and task crafting, the findings suggested that participants were most likely to be engaged in relational crafting. Further, the findings showed that the lecturers who lacked job resources engaged more in job crafting. Also, it was found that while the gender does not influence job crafting practice, the demographic factor such as participants’ qualification and number of years in the job seem to be affecting their job crafting practice. The study has drawn some strategic implication for employee engagement and wellbeing enhancement.